I would not agree to become "salaried". Legally, nannies are hourly employees and if your employers want your to be "on-call" then they need to pay you for the hours that they expect you to be available should they need you.

Also, I would start saving any extra money you can now while interviewing with new families. If you are upfront about a vacation you have scheduled in October, and you aren't expecting paid time-off since you will have just started with a new family, then it probably wouldn't be much of an issue.

I wouldn't do it. If they want you to be on call (and therefore unable to take another job) they need to pay you for that time.

Right now, with OT, you're earning about $1190/week gross, right? They want you to take a 40 percent pay cut. And how could you find a job that would allow you to be on call for them--if another family hires you, and the first family's kid gets sick, what are you going to do? I can't imagine a family that would be cool with you taking leave with little notice so you can take care of someone else's sick kid.

I'd be looking for a new job, starting whenever you can find one. (That is, I'd be willing to give your current family notice if you get a job starting before September.) A new family will probably be more willing to let you take your planned vacation if you've started more than a few weeks beforehand.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:What about countering that you could increase your hours for scheduled vacations and breaks but will not guarentee your availability for sick days. That way, you could know your schedule in advance and try to schedule in other work during the day.

This sounds like a good suggestion. That way you are free to supplement your income as needed.

OP here. This does sound like a good counter offer. I can only hope they will go for it but they are the type of people who don't like taking days off (unless it's for their own vacations, if they are sick, etc.) They have even given me grief when I had to take sick time, but come around. They would have to find some type of backup care or stay home themselves to take care of their kids (I've always been the one to do it).

Its not up to you to make all the sacrifices. If you counter and they refuse, and you don't feel like you can make their offer work, you tried and you move on. I don't imagine it would be difficult to find a new position starting after your vacation. Good luck!

Anonymous wrote:

Anonymous wrote:What about countering that you could increase your hours for scheduled vacations and breaks but will not guarentee your availability for sick days. That way, you could know your schedule in advance and try to schedule in other work during the day.

This sounds like a good suggestion. That way you are free to supplement your income as needed.

OP here. This does sound like a good counter offer. I can only hope they will go for it but they are the type of people who don't like taking days off (unless it's for their own vacations, if they are sick, etc.) They have even given me grief when I had to take sick time, but come around. They would have to find some type of backup care or stay home themselves to take care of their kids (I've always been the one to do it).

Anonymous wrote:What about countering that you could increase your hours for scheduled vacations and breaks but will not guarentee your availability for sick days. That way, you could know your schedule in advance and try to schedule in other work during the day.

This sounds like a good suggestion. That way you are free to supplement your income as needed.

What about countering that you could increase your hours for scheduled vacations and breaks but will not guarentee your availability for sick days. That way, you could know your schedule in advance and try to schedule in other work during the day.

That is a big difference in pay then.
Hard choice you have OP

OP here. Thanks for the replies! I understand what everyone is saying. I forgot to mention a few things though. I am currently paid for 60 hours a week, which equals a nice paycheck. Once I am moved to salary, I will be paid for the 30 hours ($700), plus $17/hr for anything worked over the 30 hours (kids get sick, school breaks, etc).

I can probably make this work now that I'm thinking about it. I'm just worried about the hours in the middle of the day while the kids are at school.

You said you maye 17$ an hour. How many hours are you currently working ?

Sounds like a great deal to me

Anonymous wrote:I can understand there needs changing and them not needing you as much but they can not expect you to be available if they are not paying you for the time.

That's not what it seems like is happening here. OP doesn't say what her hourly rate is, but I doubt it is $23/hour, meaning they have offered her a new weekly rate that equates to a higher rate for the hours she is working. Yes her take home is less, but I'm sure they view the higher rate of pay as an on call retainer.

I can understand there needs changing and them not needing you as much but they can not expect you to be available if they are not paying you for the time.

$700 for 30 hours and to be on call, sounds pretty sweet. I also can't fault them for trying and it sounds like a decent compromise. If you can't make the pay cut work financially, you should figure out what will work, and counter their offer. If not, then I'd say you should just look for a new position that starts after your vacation.

If you have enough in savings can you start looking for jobs that start after your vacation? I've seen many jobs where the families start looking early trying to plan ahead. The plus side for these types of jobs is that not as many people are applying to them. You could work for your current family up until your vacation and then start a new job after you get back.

I have been with my NF for two years. Next September my youngest charge will be in Kindergarten full time.

Right now, I am paid hourly. I currently make 17/hr for 3 charges. Two are in school full time and the youngest is currently in preschool three days a week. I am paid while the kids are in school since I am their emergency contact and I have to be on call in case the kids get sick, etc. This makes it incredibly difficult to take another part time job to fill in the time while the kids are in school, but since I am paid for it, it's not a big deal.

This morning, I was told that that come September, my MB and DB want to change me to salary (and change my contract). It would be $700 for the 30 hours I am with the kids, but I will still have to be on call in case of emergencies and still take care of the kids when they are sick (which means I won't be able to get another part time position to make up for the loss of pay, unless I can somehow make it work wit another NF). Moving to salary would be a huge cut in my pay.

I know this seems pretty straight forward (just get another position for September that pays my rate), but my current NF has already given me the green light for a vacation next October and I'm not sure how a new NF would appreciate me taking a 10 day vacation right after I start. It would definitely be something that would have to be discussed during interviews.

Has anyone else had to deal with having this happen? Any advice?